hr knowledge: performance management and appraisal - shrm india
Post on 21-Jan-2015
13.084 Views
Preview:
DESCRIPTION
TRANSCRIPT
Performance Management and Appraisal
Myrna Gusdorf, MBA, SPHR 2009
For more on Indian HR industry, click here
Objectives
• At the end of this, you will:> Relate individual performance appraisal to the
organizationwide performance management process.> Identify a variety of appraisal methods.> Explain HR’s role in the performance management
process.> Revise performance appraisal statements.> Practice performance appraisal interviewing
techniques. > Have the skills necessary to use the performance
appraisal process as a positive enhancement to employee performance.
©SHRM 20092
For more on Indian HR industry, click here
Performance Management and Performance Appraisal
• Performance management:> Dynamic, continuous process.> Improves organizational effectiveness.> Strategic goals.
• Performance appraisal:> Periodic (usually annual) event.> Formal review.> Last step in performance management process.
Mondy, R. (2008). Human resource management, 10th ed. New Jersey: Pearson Prentice Hall, 224-225.
©SHRM 20093
For more on Indian HR industry, click here
Who’s Involved? What Are Their Needs?
• Organization:> Information.> Documentation.
• Supervisor:> Documentation.> Motivation.
• Employee:> Feedback.> Support for career growth.> Increased compensation.
©SHRM 20094
For more on Indian HR industry, click here
Performance Management Goals
• Communication between supervisor and
employee.
• Feedback on performance.
• Documentation.
• Development Goals.
• Alignment with strategic planning goals.
©SHRM 20095
For more on Indian HR industry, click here
HR’s Role in Performance Management
• Participate in strategic planning.
• Conduct job analysis.
• Support performance management.
• Design appraisal system.
• Train and support managers.
• Maintain documents.
• Provide employee due process.
• Ensure integrity of the system.
• Ensure compliance with nondiscrimination laws.
©SHRM 20096
For more on Indian HR industry, click here
Performance Management Process
1. Prerequisites.
2. Performance planning.
3. Performance execution.
4. Performance assessment.
5. Performance review.
6. Performance renewal and re-contracting.
©SHRM 20097
Planning
Execution
AssessmentReview
Renewal
For more on Indian HR industry, click here
1. Prerequisites
• Prerequisites:> Strategic planning.> Job analysis.
©SHRM 20098
For more on Indian HR industry, click here
2. Performance Planning
• Employees must have thorough knowledge of the performance management system.
• Meeting between employee and manager.
• Set SMART goals and measurement standards:> Results.> Behavior.> Developmental plans.
9©SHRM 2009
For more on Indian HR industry, click here
Writing SMART Performance Objectives
• Practice writing SMART performance objectives:> S – Specific.> M – Measurable.> A – Attainable.> R – Realistic.> T – Timely.
10©SHRM 2009
For more on Indian HR industry, click here
3. Performance Execution
• Shared responsibility> Employee responsibility:
• Commitment to established goals.• Communication and update with manager.
> Manager responsibility:• Feedback, coaching and reinforcement.• Resource support.• Accurate observation and documentation.
©SHRM 200911
For more on Indian HR industry, click here
4. Performance Assessment and Appraisal
• Who should appraise?> Supervisors.> Peers and team members.> Subordinates.> 360 degree feedback.
©SHRM 200912
For more on Indian HR industry, click here
What About the Employee?
Should employees do self-appraisals?
13©SHRM 2009
For more on Indian HR industry, click here
Performance Appraisal Methods
• Graphic rating scale.
• Ranking method.
• Forced distribution method.
• Critical incident method.
• Essay method.
• BARS–behaviorally anchored rating scale.
• MBO–management by objectives.
©SHRM 200914
For more on Indian HR industry, click here
Performance Appraisal Problems
• Appraiser discomfort.
• Strictness/leniency.
• Bias and lack of objectivity.
• Manipulating the evaluation.
• Halo/horns effect.
• Central tendency error.
• Recent behavior.
• Supervisor unable to observe behavior.
©SHRM 200915
For more on Indian HR industry, click here
Writing the Appraisal Review Document
Are your comments accurate and meaningful to the employee or just clichés?
©SHRM 200916
Performance Management and Appraisal
Session 2
For more on Indian HR industry, click here
Getting Ready for the Interview
Before you start that interview, what do you need?
18©SHRM 2009
For more on Indian HR industry, click here
5. Conducting the Performance Interview
• Explain the purpose of the interview.
• Discuss self-appraisal.
• Share ratings and explain rationale.
• Discuss development plans.
• Employee summary.
• Rewards discussion (if appropriate).
• Set follow-up meeting.
• Employee signature.
• Supervisor recap.
• Appeals process.
©SHRM 200919
For more on Indian HR industry, click here
6. Performance Renewal and Re-Contracting
• Final step in performance management process.
• Readjust based on insight from completed process.
• Plan for next performance management cycle.
©SHRM 200920
For more on Indian HR industry, click here
Problems With Assessment/Appraisal
• Tied to compensation.
• Employees lack motivation.
• Manager and employee don’t agree on results.
• Management reluctance.
• No performance documentation.
©SHRM 200921
For more on Indian HR industry, click here
Issues With Performance Management
• Legal issues.
• Untrained raters.
• Rater errors.
• Rater distortion.
• No grievance procedure.
©SHRM 200922
For more on Indian HR industry, click here
Poorly Implemented PM Systems
• False and misleading information.
• Increased turnover.
• Wasted time and money.
• Damaged relationships.
• Decreased motivation.
• Job dissatisfaction.
• Risk of litigation.
• Unfair standards.
©SHRM 200923
For more on Indian HR industry, click here
Performance Management Skills
• Communication.
• Coaching.
• Giving feedback.
• Empathy.
• Teamwork.
©SHRM 200924
For more on Indian HR industry, click here
Let’s Practice Your Performance Appraisal Skills
©SHRM 200925
Thank You!
For more on Indian HR industry, click hereResource made available by SHRM US
top related